Layoffs can shake company culture. Here's how leaders can repair it.

"Layoffs might make headlines, but the real measure is how leaders support the remaining employees. Layoffs are undeniably challenging for good reason. However, it's what leaders do in the aftermath that determines whether a culture fractures or recovers. I've led workforce complex reductions at Amazon, Microsoft, startups, and PE-backed firms. While every situation was unique, the same pattern appeared each time. It wasn't necessarily the layoff that broke the culture. It was the leadership response."

"The aftermath of layoffs can be unsettling for those who remain. Organizations expect survivors to absorb heavier workloads while they navigate shaken trust and mixed emotions. Layoff survivors often experience relief, guilt, grief, and anxiety about what's next. This is the leadership moment too few prepare for. Post-layoff culture recovery isn't automatic-it's intentional. In these moments, they need to communicate. It's a make-or-break opportunity to rebuild confidence, reinforce values, and heal a company's culture."

"Layoffs are typically a financial decision, but culture recovery is a leadership decision. Don't miss your moment. Layoffs don't kill culture. Neglect does. Leaders who avoid the hard conversations, hide behind jargon, and pretend it's business as usual are the ones who lose the trust of their employees. After all, silence creates speculation. That's why it's important that leaders directly address and over-communicate early. I've introduced pulse checks, frequent town halls, and open forums. You can't rebuild morale through Slack updates or pizza parties."

Layoffs disrupt culture beyond headcount and can make engaged employees withdraw because they stop feeling safe. Survivors often experience relief, guilt, grief, and anxiety while being expected to absorb heavier workloads and navigate shaken trust. Culture recovery hinges on leadership choices rather than the layoff itself. Leaders must lead with candor, address hard conversations, and over-communicate through pulse checks, frequent town halls, and open forums. Casual gestures and brief updates are insufficient. Intentional communication, reinforcement of values, and transparent actions are necessary to rebuild confidence and heal organizational culture after reductions.

Read at Fast Company